We know that Rosemary has some ongoing functional difficulties after her stroke, including:
- Mobility – she uses one stick outdoors
- Arm function – she finds it difficult to use her arm above shoulder level
- Fatigue – she fatigues readily during daily activities
- Reading – she takes a little longer than she used to
- Minor expressive aphasia – when she is tired she sometimes has trouble finding the right words
Considering what you know about Rosemary’s abilities, the demands of her job and the legislation to support her to return to work, what adjustments do you think might be reasonable for her?
If an employer does not agree to make adjustments, it may be necessary for the employee to raise a grievance or take this further. It is ultimately the decision of an employment tribunal to decide reasonableness. Further support can be found via Citizens Advice or ACAS.
Yes
Help from another person/people
It was identified that many of the non-teaching tasks usually carried out by Rosemary, could be done by a classroom assistant and this was recommended. Rosemary was also advised to bring the children to her desk as much as possible and to involve them more in the preparation and management of activities to reduce the physical demands of the job.
Adapt the work environment
It was recommended that the resources Rosemary used most often were stored at the most accessible height. A raised seating area was recommended for the story corner, along with a rail at the access steps into the school and a raised seat and drop down rail in the staff toilets.
Provide equipment
An interactive white board on an adjustable bracket, linked to a lap top computer was recommended, along with a fully adjustable office chair, a trolley to carry resources, large grip pens and a wrist support.
Assistance with travel
It was recommended that Rosemary travel to work by taxi as she had not yet returned to driving.
Graded return to work
A graded return to work over a six week period, starting with three half days and building up to full time, was recommended for Rosemary.
Maybe
Flexible work hours or job share
This may be considered if it does not adversely affect the service and was of mutual benefit to employer and employee. Neither Rosemary, nor her employer was able to consider this adjustment at this time.
Eliminating some tasks
This may be considered if it does not adversely affect the service or the employee. Rosemary’s employer could not accommodate this adjustment at this time and Rosemary was also keen to return to her previous duties.
Change of duties
This may be considered if it does not adversely affect the service. It was identified that many of the non-teaching tasks usually carried out by Rosemary, could be done by a classroom assistant and this was recommended.
Additional planning time
This may be considered if it does not adversely affect the service. With some changes to her daily routine, Rosemary’s employer was able to accommodate this adjustment.
No
Cutting class size
Class sizes are determined by government standards, the local authority and the school roll and therefore it is very unlikely that an employer would consider this.
Rosemary was asked to contact Access to Work to seek their help with funding travel, equipment, adaptations and an assistant. Funding was approved and Rosemary returned to work beginning with three half days in the first week. This was gradually increased to full time over six weeks.
Page last reviewed: 08 Apr 2021
